Going, going, gone
I’m hearing so much about the Great Resignation at the moment. We’ve recently experienced a growth spurt in the resourcing area of our business, so I thought I’d explore whether this is just media spin or a real change and what the likely impacts are for candidates and employers.
More people are leaving jobs voluntarily than at any time before, and almost half of those who voluntarily left the workforce during the pandemic aren’t planning to come back*. So there are now major gaps in the labour market. Our resourcing practice has seen this first hand; in March and April 2022 we had four times as many searches underway for clients compared to the same period in 2021.
What’s interesting about these departures is the number of people who say they have little or no interest in returning to a similar job in the next six months. Previously, people left roles for similar, better-paid roles with competitive organisations. But now many seem to be exiting the workplace entirely. We’re hearing that people want a better balance between home and work life and are concerned about returning to a long, expensive commute. Many are fatigued from pulling out all the stops during the pandemic which often led to a blurring between work and home and longer working hours than ever. It’s not coincidental that this period has seen a focus on wellbeing and mental health - I know first-hand as a trustee of iprovision, the benevolent charity for members of the CIPR, how much our information resources and mental health helpline are used.
People are leaving jobs because they can. The market is dynamic, the number of roles is greater than the number of suitable candidates and experienced people can dictate their return to work, if indeed that’s what they want. There’s also a huge number of contract and temporary roles available again, an opportunity for those with gaps on their CV who as a result of the pandemic are seeing a much more flexible attitude from employers.
So, what should employers do?
First, look at your overall Employer Value Proposition. What’s the purpose of your organisation, what are the benefits of working for you and is that clearly set out in your recruitment marketing?
Attracting the right people is hard. Take a look at your job profile. What’s essential and what’s a ‘nice to have’? Is it a wish list of everything to do with communications or are there clearly defined outputs you want from the job holder?
What flexibility are you willing and able to offer from the start? Think beyond the basics in terms of hybrid working; is there provision for carers, time off for collecting children? Many of us found juggling work and home responsibilities during the enforced work from home periods easier than pre-pandemic and won’t want to lose that flexibility
Pay is also a hot topic. Are your salary levels comparable to other organisations? Have you benchmarked them with your peers? Your recruitment partners should be able to help here
The proverbial needle in the haystack – how are you going to find the right person? A clear job profile is important but so is working with a specialist recruiter who really knows the market and understands what you’re looking for. Of course, I would say that! But it’s a hard ask for the inhouse recruiter to be a specialist in every field
What thought have you given to not just attracting people to your organisation, but what will make them stick? Think through the whole employee experience, your induction process, your communications and most importantly building in opportunities for interaction and networking, particularly in the first six months
Managers are a vital cog in any organisation, and many are under pressure to deliver like never before. How are you helping them to manage new starters and teams working remotely, or to support colleagues who still have concerns about returning to the office?
And finally, remember humanity. Many of us thrive on being part of an organisation. What’s been so missed during working from home are the social moments, opportunities to hear from leaders face to face, conversations and fun. What activities can you encourage to bring humanity back into the workplace?
For people who are thinking of joining this Great Resignation wave I’d suggest a few things. Firstly, talk openly to the recruiter who has helped you in the past and can help you take a fresh look at what you want. The best recruiters are honest and direct and not simply interested in plugging you into the next role. They’ll help you with what’s available and the different ways your skills can be used or refreshed.
Do also take a hard look at what you value on a personal level and what you want from a job. Sometimes having the flexibility to take on a new role in your organisation helps you see things from a different angle. Or being able to step out of your organisation to do some volunteering can bring new challenges, skills and networks. I know that’s what happened for myself and colleagues at HarknessKennett who got the volunteering bug during the pandemic helping with the vaccine rollout.
We’re always delighted to chat with anyone looking to recruit or consider their next career step. And if you already decided to join the Great Resignation we wish you well! Whilst my blend of family, work, charity commitments and outside interests gives me a rosy glow most of the time, I wouldn’t be human if I didn’t think if only when I’m seeing the latest pic on WhatsApp from pals who’re on the Isle of Skye, in their perfect gardens or simply lounging on some sun-drenched beach!
*March 2022 Gone for Good, McKinsey
Published by James
